Seminary of the Southwest announces appointment of two new full time faculty members Seminary of the Southwest Press Release Service Ya no son extranjeros: Un diálogo acerca de inmigración Una conversación de Zoom June 22 @ 7 p.m. ET Rector Knoxville, TN Rector Hopkinsville, KY Assistant/Associate Rector Morristown, NJ Rector and Chaplain Eugene, OR Submit an Event Listing Bishop Diocesan Springfield, IL Youth Minister Lorton, VA Featured Events Featured Jobs & Calls This Summer’s Anti-Racism Training Online Course (Diocese of New Jersey) June 18-July 16 Submit a Press Release Join the Episcopal Diocese of Texas in Celebrating the Pauli Murray Feast Online Worship Service June 27 Episcopal Migration Ministries’ Virtual Prayer Vigil for World Refugee Day Facebook Live Prayer Vigil June 20 @ 7 p.m. ET [World Council of Churches] The International Commission for Anglican Orthodox Theological Dialogue met in Canterbury, England, from Oct. 10-17 to continue consideration of ecology and end-of-life issues.The group stated that its work was undergirded by daily prayer and worship.“Visits were made to holy and historic sites, including a tour of St. Augustine’s Abbey and the ancient church of St. Martin, and to the cathedral archives and library, and the Eastbridge Hospital,” the group’s statement said. “One of the highlights of the Commission’s meeting was a meditative candlelit walk of prayer led by the dean around the cathedral, including the site of the martyrdom of St. Thomas Becket.”Read the full article here. Virtual Celebration of the Jerusalem Princess Basma Center Zoom Conversation June 19 @ 12 p.m. ET TryTank Experimental Lab and York St. John University of England Launch Survey to Study the Impact of Covid-19 on the Episcopal Church TryTank Experimental Lab Rector/Priest in Charge (PT) Lisbon, ME The Church Pension Fund Invests $20 Million in Impact Investment Fund Designed to Preserve Workforce Housing Communities Nationwide Church Pension Group Inaugural Diocesan Feast Day Celebrating Juneteenth San Francisco, CA (and livestream) June 19 @ 2 p.m. PT Remember Holy Land Christians on Jerusalem Sunday, June 20 American Friends of the Episcopal Diocese of Jerusalem Tags AddThis Sharing ButtonsShare to PrintFriendlyPrintFriendlyShare to FacebookFacebookShare to TwitterTwitterShare to EmailEmailShare to MoreAddThis Rector Shreveport, LA Course Director Jerusalem, Israel Canon for Family Ministry Jackson, MS Priest-in-Charge Lebanon, OH Curate (Associate & Priest-in-Charge) Traverse City, MI The Church Investment Group Commends the Taskforce on the Theology of Money on its report, The Theology of Money and Investing as Doing Theology Church Investment Group Associate Rector for Family Ministries Anchorage, AK Rector Washington, DC Rector Belleville, IL Rector (FT or PT) Indian River, MI Cathedral Dean Boise, ID Family Ministry Coordinator Baton Rouge, LA Rector Pittsburgh, PA Associate Priest for Pastoral Care New York, NY Posted Oct 31, 2019 An Evening with Presiding Bishop Curry and Iconographer Kelly Latimore Episcopal Migration Ministries via Zoom June 23 @ 6 p.m. ET Episcopal Charities of the Diocese of New York Hires Reverend Kevin W. VanHook, II as Executive Director Episcopal Charities of the Diocese of New York Curate Diocese of Nebraska Rector Bath, NC Orthodox, Anglican churches hold international theological dialogue Submit a Job Listing In-person Retreat: Thanksgiving Trinity Retreat Center (West Cornwall, CT) Nov. 24-28 Rector Tampa, FL Rector Collierville, TN Rector Albany, NY Ecumenical & Interreligious Associate Rector Columbus, GA Assistant/Associate Priest Scottsdale, AZ Missioner for Disaster Resilience Sacramento, CA Assistant/Associate Rector Washington, DC New Berrigan Book With Episcopal Roots Cascade Books Director of Music Morristown, NJ Rector Smithfield, NC Priest Associate or Director of Adult Ministries Greenville, SC Rector Martinsville, VA Director of Administration & Finance Atlanta, GA
Melanie May | 28 June 2018 | News The Ice Bucket Challenge2014’s Ice Bucket Challenge, which raised funds for US charity Amyotrophic Lateral Sclerosis (ALS) Association, also very quickly went viral with participants challenging others to take part in their videos of them completing the challenge on Facebook.This graphic from Plenty Consulting shows it at its height in August 2014:It went on to raise over $115m in eight weeks for the ALS Association with the impact shown in this infographic, and other charities including the UK’s MND Association, Cancer Research UK and Macmillan also benefitting from people fundraising for them through the challenge. AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis12 Celebrities, brands and major donors have also stepped in to give, some with offers to match donations to the appeal. Talk show host Jimmy Fallon said he would make a donation in the President’s name after Trump insulted him in a tweet, while fashion brand Wildfang’s I Really Care jacket, created in response to Melania Trump’s infamous Zara jacket has raised $250,000 for RAICES with 100% of proceeds going to the cause. $200,000 of that was raised in just two days. A number of people have also pledged to match a proportion of the donations. So far the fundraiser has been matched up to 362K by several private donors. The viral fundraising campaign raising money for immigration legal services provider RAICES has raised over $20 million in 12 days, making it the biggest single Facebook Fundraiser to date.US couple Charlotte and Dave Willner started the Reunite an immigrant parent with their child campaign on Facebook Fundraisers, originally to raise $1,500 for The Refugee and Immigrant Center for Education and Legal Services (RAICES). Their decision followed the news that at least 2,700 children have been separated from their parents when crossing the border into the US illegally, under the Trump administration’s family separation policy.As news of the US government’s policy spread, the campaign quickly went viral. So far over 500,000 people have donated: 530,697 people in 12 days, raising $20,423,294 to date, with the Facebook page shared 480,000 times. The new target is now $25m. According to Facebook, it is the biggest campaign using Facebook’s Fundraisers tool to date, and the biggest Facebook campaign since the Ice Bucket Challenge – both of which hit the $15 mark in their first week. It became its largest single fundraiser in four days and was at one point raising $2,000 a minute according to Facebook Comms Manager Roya Soleimani Winner, while in an interview with Dave Willner in USA Today, Willner said they had topped $10,000 a minute at its height. 152 total views, 2 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis12 RAICES viral Facebook Fundraiser tops $20m RAICES has said that will use the funds to pay for legal fees, bond, and transportation costs, including directly funding bond to allow parents to reclaim their detained children and ensuring legal representation for every separated family and every unaccompanied child in Texas’s immigration courts. Last year, it says, 76% of kids – over 13,000 – did not have representation. 151 total views, 1 views today Tagged with: Facebook online fundraising tools viral About Melanie May Melanie May is a journalist and copywriter specialising in writing both for and about the charity and marketing services sectors since 2001. She can be reached via www.thepurplepim.com.
Renisha McBrideA Dearborn Heights, Mich., homeowner, Theodore P. Wafer, has been charged with second-degree murder in the Nov. 2 shooting death of Renisha McBride, a 19-year-old African-American woman who was recently employed by the Ford Motor Company. McBride had been in a traffic accident in the suburb west of Detroit and was seeking assistance when she walked onto Wafer’s porch and was shot in the face with a shotgun.The case has drawn the attention of people in metropolitan Detroit as well as around the United States and indeed the world. Wafer is white, and many have accused the shooter of being motivated by racism and racial profiling.The killing of McBride sparked demonstrations outside Wafer’s home and at the Dearborn Heights police station.At a press conference held in Southfield, Mich., on Nov. 15, the parents of McBride thanked the county prosecutor for filing charges. Walter Ray Simmons, the father of McBride, referred to Wafer as “a monster that killed my daughter,” and said, “I hope he spends the rest of his life in jail.” Monica McBride, the victim’s mother, added, “You took a life, and you took a beautiful life that was starting to blossom, and for that I hope you stay in jail for the rest of your life, because I have to go on with my life, and her father, without our daughter.” (thegrio.com, Nov. 15)Although McBride’s death has been viewed by demonstrators and observers as a manifestation of racial profiling and violence that is all too common in the U.S., prosecutor Kym Worthy has stated that she will not pursue the case as one stemming from racism. McBride’s parents echoed this same sentiment as well.Wafer said he thought McBride was an intruder and felt threatened. But evidence in the case suggests that there was no basis for shooting McBride because she had merely knocked on the door and had not attempted to forcefully enter the property.The shooting death of McBride follows numerous other racially charged cases throughout the U.S., the most notable of which is the acquittal in July of George Zimmerman in the shooting death of Trayvon Martin. Martin, an unarmed teenager, was killed by Zimmerman, a so-called neighborhood watch volunteer, in Sanford, Fla.Martin’s death and the initial release of Zimmerman sparked protests across the U.S. After Zimmerman was indicted, put on trial and acquitted, hundreds more demonstrations were held across the country. nFacebookTwitterWhatsAppEmailPrintMoreShare thisFacebookTwitterWhatsAppEmailPrintMoreShare this
San Francisco — Well over a hundred people, most from the local Yemeni community, marched and rallied on May 16 against the Saudi bombing and devastation of Yemen. They gathered at the United Nations Plaza in San Francisco, marched down Market Street to the busy shopping area at Powell Street, and then returned to the U.N. Plaza for a rally.Their demands included: “Stop the Saudi bombing!” “No to the war on Yemen!” “No to foreign intervention or imperialist aggression!” and “Yes to self-determination of the Yemeni people!”Marchers chanted: “Everybody knows who we are! We are Yemeni! We’ll stop the Saudis!” and (rough translation of an Arabic language chant) “With our soul, with our blood, we’ll redeem you, Yemen!”“The Bay Area is home to one of the largest Yemeni communities in the U.S.,” according to the “Stop the War on Yemen” Facebook event page. “While their families are struggling to survive this devastation, they are calling on all to stand against sectarianism, support their struggle for self-determination against foreign intervention and imperialist wars.“The action is organized by a diverse group of Yemeni community members.”The event was facilitated by, but not called by, the Arab Resource Organizing Center.FacebookTwitterWhatsAppEmailPrintMoreShare thisFacebookTwitterWhatsAppEmailPrintMoreShare this
TAGS WhatsApp WhatsApp Facebook Twitter Local NewsUS News NEWPORT BEACH, Calif., Feb. 3, 2021 (SEND2PRESS NEWSWIRE) — With only 13 days left before California Proposition 58 property tax breaks undergo changes and limitations imposed by new tax measure Proposition 19, on Feb. 16, 2021 – popular trust lender Commercial Loan Corporation is offering Heirs of Estates and Trust Beneficiaries, who are inheriting a home from parents, a free benefit analysis. Californians who want to keep their parents’ low property taxes, can call 877-464-1066 or visit online for a free Cost Benefit Analysis & Evaluation. Commercial Loan Corp assists families and beneficiaries by taking advantage of Proposition 58 and its’ “Parent-to-Child Exclusion” or “Exemption” – avoiding property tax reassessment, and determining how much beneficiaries and homeowners can expect to save in property taxes (on average saving $6,000 or more per year). The free Cost Benefit Analysis shows families what their options are, in terms of keeping an inherited home at a low property tax base, buying out co-beneficiaries, or selling inherited property shares through a trust loan… and compares costs as well as benefits of such a loan. Considered to be one of California’s premier trust lenders, the firm is known for working successfully for both affluent and middle class families alongside their attorney, accountant or property tax consultant, as many families attest to. Tanis Alonso, Senior Account Manager with Commercial Loan Corp, describes their boutique estate & trust lending service: “We don’t view each trust loan scenario as simply a ‘financial transaction.’ Nor do we see the home they’ve lived in for decades as just a ‘piece of real estate.’ To us, this a ‘piece of family history’ in the making. And the process a ‘family decision,’ not a ‘transaction.’ We see our clients as real families that we’re helping, financially and emotionally, not just as clients signing a contract for a trust loan. We enjoy helping people… getting them money when they really need it – and saving them on the cost side in the bargain, with a trust loan.” Tanis also elaborates on the firm’s process: “OK, selling versus keeping inherited property. By someone keeping the family property, everyone receives more money than if they were to sell the property. When taking into account realtor and transaction costs of approximately 6.5%, the average trust receives $45,716 more to distribute by using a trust loan to keep to property, than if they were to sell the property. Each beneficiary on average is receiving $16,652 more by someone keeping the property, instead of selling it. And the average annual property tax savings is $6,043.” Account Exec Abe Ordaz discusses the free Benefit evaluation offer: “We are providing every family, beneficiary or heir inheriting a home left to them in an estate or trust, with a free ‘cost benefit analysis’… to see how many thousands of dollars per year we can save them in property taxes. As opposed to their property being reassessed at high current rates.” Commercial Loan Corp originates loans to trusts and estates in probate, and helps to maximize the distribution of funds to a trust or estate; allowing beneficiaries to buyout inherited property from co-beneficiaries. When providing mortgages to trusts or estates in probate, the firm helps clients take advantage of Proposition 58 or Proposition 193 to avoid property tax reassessment and to retain a Parent’s or Grandparent’s low Proposition 13 tax base – frequently obtaining a property tax reassessment “exclusion” for families, saving them a good deal of money on property taxes. To get a free Cost Benefit Analysis & Evaluation and lock down a low property tax base; or to receive a trust loan to buyout co-beneficiaries’ property shares, and learn more about keeping parents’ low property tax base when inheriting family property… California homeowners and beneficiaries can call Commercial Loan Corp at 1-877-464-1066. Company Contact: Commercial Loan Corporation Main office: 1-877-464-1066 Mobile texting: 1-917-544-0551 Website: https://cloanc.com Media Only Contact: Geoffrey Sadwith GS Web Communications Phone Contact: 1-212-866-6150 Email: [email protected] NEWS SOURCE: Commercial Loan Corporation This press release was issued on behalf of the news source (Commercial Loan Corporation) who is solely responsibile for its accuracy, by Send2Press® Newswire. Information is believed accurate but not guaranteed. Story ID: 68115 APDF-R8.2 © 2021 Send2Press®, a press release and e-marketing service of NEOTROPE®, Calif., USA. To view the original version, visit: https://www.send2press.com/wire/ca-property-tax-laws-change-in-13-days-to-help-heirs-now-inheriting-property-to-preserve-low-property-tax-base-commercial-loan-corp-offers-free-benefit-analysis/ Disclaimer: This press release content was not created by the Associated Press (AP). CA Property Tax Laws Change in 13 Days: To Help Heirs Now Inheriting Property to Preserve Low Property Tax Base – Commercial Loan Corp Offers Free Benefit Analysis By Digital AIM Web Support – February 3, 2021 Previous articleLincoln Law School of San Jose Launches New WebsiteNext articleTISSIUM Adds to Executive Leadership Team Digital AIM Web Support Pinterest Pinterest Facebook Twitter
Pinterest Facebook Facebook WhatsApp Local NewsBusiness “We’re thoroughly enjoying working with the teams at Recruitee and PSG and can’t wait to continue this strong partnership on what will be an exciting – not to mention fun – journey”, states Keijo Karjalainen, CEO and co-founder of Sympa. Photo by Sympa Marketing. WhatsApp Twitter TAGS Recruitee and Sympa Join Forces to Shape the Future of HR Technology Twitter Pinterest By Digital AIM Web Support – February 16, 2021 Previous articleNo. 3 Michigan, No. 4 Ohio State meet to top AP Top 25 slateNext articleRecruitee og Sympa slår seg sammen for å forme fremtidens HR-teknologi Digital AIM Web Support
Governmental Measures Target Expanded Access to Affordable Housing 2 days ago Home / Daily Dose / The Week Ahead: Strong Employment Numbers Forcing Forbearance Reversal Sign up for DS News Daily Servicers Navigate the Post-Pandemic World 2 days ago Data Provider Black Knight to Acquire Top of Mind 2 days ago The Best Markets For Residential Property Investors 2 days ago The Week Ahead: Nearing the Forbearance Exit 2 days ago Forbearance Forbearance and Call Volume Survey Mike Fratantoni Mortgage Bankers Association (MBA) U.S. Department of Labor 2021-04-23 Eric C. Peck Related Articles Previous: Gauging the Trajectory of America’s Racial Homeownership Gap Next: Forbearance Rate Improvement Expected to Continue About Author: Eric C. Peck Demand Propels Home Prices Upward 2 days ago The Week Ahead: Strong Employment Numbers Forcing Forbearance Reversal Demand Propels Home Prices Upward 2 days ago Data Provider Black Knight to Acquire Top of Mind 2 days ago Servicers Navigate the Post-Pandemic World 2 days ago April 23, 2021 721 Views Tagged with: Forbearance Forbearance and Call Volume Survey Mike Fratantoni Mortgage Bankers Association (MBA) U.S. Department of Labor Print This Post in Daily Dose, Featured, Journal, News The Best Markets For Residential Property Investors 2 days ago Share Save Monday brings the results of the latest Forbearance and Call Volume Survey from the Mortgage Bankers Association (MBA), and with it, will the total number of loans in forbearance slide for an eighth straight week?With an estimated 2.3 million homeowners currently in forbearance plans, data found that the number of loans in forbearance reached 4.50% last week, down 16 basis points over the previous week. The U.S. Department of Labor reported that for the week ending April 17, unemployment claims slid to 547,000, a decrease of 39,000 from the previous week, marking the lowest level of initial claims since March 14, 2020 when it was 256,000.“Combined with the homeowner assistance and stimulus payments that many households are receiving, we expect that the forbearance numbers will continue to decline in the months ahead, as more individuals regain employment,” said Mike Fratantoni, MBA’s Senior Vice President and Chief Economist.As more and more Americans return to the workforce, the servicing sector will pick up steam in guiding the nation’s homeowners out of the forbearance process.Here’s what else is happening in The Week Ahead:Urban Institute Virtual Meeting “Housing Wealth Equity Projections: How Future Headship and Homeownership Rates Could Affect Racial Gaps” (Monday)MBA Weekly Applications Survey (Wednesday)Realtor.com Weekly Housing Market Recap (Wednesday)Safeguard Properties Webinar Series 2021: Examining Updates to HUD’s Servicing Guide (Thursday)Freddie Mac Primary Mortgage Market Survey (Thursday)U.S. Department of Labor’s Unemployment Insurance Weekly Claims Report (Thursday)Black Knight weekly forbearance data (Friday) Governmental Measures Target Expanded Access to Affordable Housing 2 days ago Eric C. Peck has 20-plus years’ experience covering the mortgage industry, he most recently served as Editor-in-Chief for The Mortgage Press and National Mortgage Professional Magazine. Peck graduated from the New York Institute of Technology where he received his B.A. in Communication Arts/Media. After graduating, he began his professional career with Videography Magazine before landing in the mortgage space. Peck has edited three published books and has served as Copy Editor for Entrepreneur.com. Subscribe
Comments are closed. Previous Article Next Article Pitch your plot on the landscapeOn 20 Jun 2000 in Personnel Today More than one wayThe business case for flexibility must be done at a “micro” level, because not all jobs can be done in the same way – and a single flexible policy is as bad as none at all. The audit creates a non-personal framework, which enables managers to refuse as well as agree to certain flexible options. For example, some jobs demand a high level of personal client contact or teambuilding, while others can be achieved via remote technology. The volume of work can also be a factor, and companies have cited all of these as proof that senior jobs cannot be done flexibly.Put to the testThe audit creates a framework to guide managers through the process of implementing flexibility, and whether it is appropriate. It also creates the business case for what a pilot project should look like.All organisations are diverse and the pilot project should not be limited to one department as its experience may not translate to others. For example, the working experience of a call centre will be different to that of marketing or accounts.It is advisable to start with a sector or group of people who are already disposed to working flexibly, and while everyone should know about the exercise, only volunteers should participate. The decision on whom to pilot, and from which departments, should emerge from the audit and by consensus with management and employees.Feedback is also essential after the pilot project is tested to discuss what did and did not work. For example, the company Rotary Watches found that while some departments willingly embraced flexibility, others had some specific objections.Further benefitsWhen you take your re-worked pilot – measured against your original objectives – to the next stage of establishing a framework for flexibility throughout the organisation, you will notice a further benefit. This is a revitalised business culture which recognises and adapts to individual needs while keeping a focus on achieving corporate ambitions. Related posts:No related photos.
Previous Article Next Article Welcome to our Smart Buyer guide on management training, providing the latest top tips, case studies and expert guidance.Many employees join the management ranks through longevity – perhaps by outlasting more ambitious workers who have left the organisation to seek challenges elsewhere.Technical brilliance is no guarantee of management ability, so training managers is paramount. Our Smart Buyer guide takes you through the process… Management training Management training overviewManagement training boils down to best practice in managing people, functions and processes.Supplier selectionTen tips for initial supplier selection.The course – delegates and contentIt’s important you select the right delegates for management training. Pick the wrong people and you will have wasted the company’s money and the delegates’ time – as well as creating resentment.The costWe discuss what you should expect to be paying for your training.A question of evidence: behaviour-based interviews (VIDEO)Scott Bradbury outlines its behaviour-based interviews content.Making appraisals workAppraisals can be a tedious part of the organisation’s bureaucracy or they can be a powerful tool to help the organisation succeed. Smart Buyer is brought to you in association with leading management training providers… Have other training needs? Try our general training Smart Buyer guides and other topic-specific advice… TRAINING Training overview Four step guide to planning your training, learning and development Supplier selection Payment, ownership and major UK suppliers How to get staff buy-in for training How to tell if training was effective and well delivered Face-to-face or e-learning? Getting performance management to work for you (VIDEO) Managing people’s performance – fact or fiction? Case study: Working [email protected] at Pepsi QTG Find out more about the general Training Smart Buyer guide E-LEARNING E-learning overview Reasons to implement e-learning Supplier selection Training content Mobile training Case study: Online training creation for professional bodies A new perspective on e-learning: online learning that works Find out more about the E-Learning Smart Buyer guide LEADERSHIP TRAINING Leadership training overview Supplier selection Selecting delegates Course content Find out more about the Leadership Training Smart Buyer guide SALES TRAINING Overview Types of sales training Supplier selection The cost Ensuring training success Find out more about the Sales Training Smart Buyer guide IT TRAINING Overview Supplier selection Potential e-learning issues John Lewis case study The cost Find out more about the IT Training Smart Buyer guide mktoMunchkin(“589-ITG-580”); Related posts:No related photos. Comments are closed. Smart Buyer: management trainingOn 18 Feb 2010 in Personnel Today
Work-related stress: unpicking psychosocial risk and hazardOn 4 Jan 2019 in Blood pressure, Anxiety, Stress, Mental health conditions, Depression, Sickness absence management, Occupational Health, Wellbeing and health promotion, Personnel Today Work-related stress, depression or anxiety accounts for a staggering 40% of work-related ill-health and 49% of working days lost, before we even get to the impact of stressful modern lives on work and productivity. While managing mental ill-health is never easy, occupational health can play a pivotal prevention, intervention and support role, argues Charles Alberts.The profile of mental health has risen at a phenomenal speed – from a taboo topic for many not that long ago to it now being a standard item on the occupational health and wellbeing agenda for most of the employers we work with.Perhaps it is not surprising. Mental health is something we all have; it touches the very core of us as human beings, and most of us can relate to both positive and poor mental health at times in our lives. We’ve also been able to translate this into a business context, with research conducted by Deloitte quoted in the government’s Thriving at Work report estimating the average cost of poor mental health to employers at between £1,205 and £1,560 per employee per year – a staggering £33 billion to £42 billion annually.About the authorCharles Alberts is head of health management at AonRaising awarenessAwareness is the first step to tackling any issue, and mental health is no exception. Awareness of the human and economic costs has perked up the ears of boards up and down the country and we’re starting to see examples of employers adopting best practice approaches. But the road ahead is long.Let’s look at work-related stress as an example. Firstly, for the purists out there, we acknowledge that “stress” is not considered a medical condition.However, stress experienced over a longer time can result in mental health problems, and it can aggravate an existing mental health problem, making it more difficult to separate one from the other, and in turn to address the root cause.It also has a physical impact, directly correlated with increased occurrence of health problems such as flu, sore throat, headaches, and backaches. Research also shows that the physiological changes caused by stress can lead to heart attacks and stroke, and is considered as important a risk factor as having high blood pressure or being a smoker.This dynamic adds up to be a major issue for employers. Work-related stress, depression or anxiety accounts for a staggering 40% of work-related ill health (526,000 workers) and 49% of working days lost (12.5 million days), according to the Health and Safety Executive’s (HSE’s) Labour Force Survey in 2016/17. And it’s not getting any better – as shown in the 2018 CIPD/Simplyhealth Health and Wellbeing at Work report, 55% of employers have seen an increase in common mental health conditions, which is strongly related to increases in stress-related absence where 37% of employers have reported an increase. Both issues are associated with increased ‘presenteeism’ which 86% of employers have cited as an issue in their businesses.Role of occupational healthIf we’re to find a solution and consider the role of occupational health in this context, it is sensible to consider what causes stress. From a work perspective, HSE outlines six areas of work design that impact stress: Demands: workload, work patterns, and the work environmentControl: how much say the person has in the way they do their workSupport: encouragement, sponsorship and resources provided by the organisation, line management and colleaguesRelationships: promoting positive working to avoid conflict and dealing with unacceptable behaviourRole: whether people understand their role within the organisation and whether the organisation ensures that they do not have conflicting rolesChange: how organisational change (large or small) is managed and communicated in the organisation.According to the Labour Force Survey, the top cause for work-related stress is workload, followed by a lack of managerial support and organisational change. This is consistent with the CIPD’s findings on the top causes of stress-related absence.We know that employers have a legal duty to protect employees from stress at work by conducting a risk assessment and taking appropriate action (Management of Health and Safety at Work Regulations 1999 and the Health and Safety at Work etc Act 1974).Assessing psychosocial risksVarious tools to help employers identify the causes of work-related stress exist, including the HSE’s Management Standards indicator tool. Yet, based on our experience, many employers fail to adequately assess these psychosocial hazards as they do for physiological hazards such as noise, vibration and dust.Our experience is echoed in the 2017 study Psychosocial, Health Promotion and Safety Culture management – Are Health and Safety Practitioners involved? which surveyed 879 health and safety practitioners (HSPs) in the UK and Ireland. It found that only 30.8% of HSPs performed psychosocial risk assessment and management (compared to 86.8% performing safety culture tasks and 64.2% performing health promotion-related tasks).The reasoning behind this is explored in studies such as Is psychosocial risk prevention possible? Deconstructing common presumptions where it is concluded that, “although guidance on psychosocial risks and their management exists in abundance as does evidence to support the ‘case’ for psychosocial risk management, the concept of psychosocial risk is still not clearly understood in its entirety with discussions being focused on negative impacts and not opportunities that can be capitalised upon through effective psychosocial risk management at the organisational and societal levels.”The authors continue: “A key issue is the false distinction often made between psychosocial factors and issues pertaining to work organisation, since psychosocial risks are embedded in certain forms of work organization.”In my view, this provides an ideal opportunity for occupational health providers to step up to the plate and proactively help employers to tackle one of their most significant health risks.In its recent report Occupational health: the value proposition, the Society of Occupational Medicine (SOM) cites an HSE definition of “comprehensive” occupational health support as encompassing hazard identification, risk management, provision of information modifying work activities, providing training on occupational health-related issues, measuring workplace hazards, and monitoring trends in health.By this definition, a surprisingly low proportion of employers in the UK (3%, according to SOM) utilise a “comprehensive” occupational health service. We should ask ourselves why – is it due to an absence of employer need, or how occupational health is positioned, affording an opportunity to broaden the scope of service delivery?Occupational health assessmentReferrals for an occupational health assessment where work-related stress is the underlying reason (frequently undeclared by the referrer) can be a bone of contention for occupational health professionals. There is, rightly, a concern over medicalising an issue where the root cause (and resolution) is not clinical, and a frustration that the employer seems unwilling or incapable of managing it in the workplace.From the employer’s perspective, the situation isn’t always as clear-cut, especially if the referrer (such as human resources) is not directly involved in managing the employee. We have already explored the ambiguity that the interplay between stress, mental and physical health can create – symptoms can present in various forms and as non-clinicians with a duty of care towards the employee and a responsibility to protect the business. Occupational health advice can be invaluable, even if the conclusion is non-medical.How can occupational health assist?Play a leading role in educating employers on work-related stress, psychosocial hazard assessment and management. This can take numerous forms – a varied approach is beneficial including case-specific evaluation, written client guides, employer presentations (webinar, in-person) and bespoke training for HR and line managers on OH and work-related stress issues.Agree up-front with the employer what support is required when work-related cases are presented and how these cases should be managed between the stakeholders. It’s a two-way street and equally important to guide the employer on how to make a “good” referral when work-related stress issues are a suspected cause. Setting expectations will help to avoid unnecessary conflict and perceptions of service failure.Use the tools available. For example, consider utilisation of an individual stress risk assessment such as the HSE’s Management Standards indicator tool, ideally in advance of conducting the occupational health assessment, to identify specific issues and to inform the professional recommendation.De-medicalise. Articulate the value of de-medicalising situations (where appropriate), potentially empowering the employer to manage cases to resolution in a timely manner.Be clear. Consider that employers are often uncertain and concerned about mental health issues and value clarity around what is medical (and will benefit from medical treatment), and what is not medical (which needs to be tackled a different manner, led by the organisation).Recognise when a medical intervention is required. Where there is a medical problem, identify any underlying issues that may negatively impact the condition and/or ability to return to work – there is value for employers in a holistic view when assessing the employee and providing evidence-based advice about the kind of lifestyle, medical, and organisation interventions that would help.Gain a solid understanding of the range of benefits and services that the employer offers and include appropriate signposting in the recommendations. Many employers offer benefits such as Employee Assistance Programmes, private medical insurance, and group income protection that can be used to facilitate diagnosis and treatment of mental health conditions. The exact benefits offered within policies and how these are accessed (for example direct or via GP referral) can vary, therefore it is advisable to ask the employer for specific information about their specific arrangements.Consider whether there are any opportunities to integrate the occupational health service with the employer’s other benefits and services. This could be by, for instance, direct referral by the occupational health professional to private medical insurance without the need for a GP referral, or agreeing dual patient consent with the group income protection provider to facilitate sharing of information.Consider wider wellbeing. An increasing number of employers offer wellbeing programmes that may include elements of mindfulness, meditation, resilience and stress management interventions. There is value in gathering details on such programmes from employers should it be relevant for the recommendation.How can occupational health providers help with prevention?There are three levels of intervention for work-related stress:Primary (prevention at the source)Secondary (bolstering individual coping capability and resilience)Tertiary (remedial support)In the UK, treatment of mental health issues is provided by the public healthcare system, delivered in a range of settings, free at the point of use. Some employers also offer private medical insurance to employees, with the promise of faster access to care.And, with the rise in workplace wellbeing programmes, we have observed many commercial occupational health providers enhance their services to include health promotion activities. The vast majority of these include stress and mental health.Perhaps where the greatest opportunity lies is in helping employers to reduce psychosocial hazards and incidence of work-related stress in the first instance. Whilst covered by the same legislation as physical hazards which are commonly assessed and managed via health surveillance programmes, to-date there is a scarcity of comprehensive solutions to help employers with what is a very real issue.In my view, this presents a tangible commercial opportunity for occupational health providers, further enhancing the industry’s position as an invaluable partner to business, and puts us at the very heart of what matters in the contemporary world of work.While it is true to say that we don’t have all the answers, but this issue is not going away and is well worth debating.ReferencesThriving at Work: a review of mental health and employers. An independent review of mental health and employers by Lord Dennis Stevenson and Paul Farmer, October 2017, https://www.gov.uk/government/publications/thriving-at-work-a-review-of-mental-health-and-employersHow to manage stress, Mind, https://www.mind.org.uk/information-support/types-of-mental-health-problems/stress/#.W5kL3c5KjctMental health conditions, work and the workplace, The Health and Safety Executive, http://www.hse.gov.uk/stress/mental-health.htmDeLongis, Anita, Folkman, Susan, Lazarus, Richard S. The impact of daily stress on health and mood: Psychological and social resources as mediators, Journal of Personality and Social Psychology, Vol 54(3), Mar 1988, 486-495Feeling stressed? Research shows how stress can lead to heart attacks and stroke, The British Heart Foundation, https://www.bhf.org.uk/informationsupport/heart-matters-magazine/news/behind-the-headlines/stress-and-heart-diseaseork-related Stress, Depression or Anxiety Statistics in Great Britain 2017, Health and Safety Executive, http://www.hse.gov.uk/statistics/causdis/stress/stress.pdfHealth and well-being at work, CIPD and Simplyhealth, May 2018, https://www.cipd.co.uk/Images/health-and-well-being-at-work_tcm18-40863.pdfStress Management Standards Health and Safety Executive, http://www.hse.gov.uk/stress/standards/Labour Force Survey, 2016/17, Health and Safety Executive, http://www.hse.gov.uk/statistics/causdis/stress/Tackling work-related stress using the Management Standards approach, Health and Safety Executive, http://www.hse.gov.uk/pubns/wbk01.htmLeitão, Sara and Birgit A. Greiner. Psychosocial, Health Promotion and Safety Culture management – Are Health and Safety Practitioners involved? Safety Science, vol 91, January 2017, Pages 84-92, https://doi.org/10.1016/j.ssci.2016.07.002https://www.sciencedirect.com/science/article/pii/S0925753516301370Leka, Stavroula, Van Wassenhove, Wim and Jain, Aditya. Is psychosocial risk prevention possible? Deconstructing common presumptions. Safety Science, http://eprints.nottingham.ac.uk/31892/1/Safety%20Science_Is%20psychosocial%20risk%20prevention%20possible_Leka%20et%20al.pdfOccupational Health: the value proposition, Society of Occupational Medicine, May 2017, https://www.som.org.uk/sites/som.org.uk/files/Occupational_health_%20the_value_proposition.pdfHSE Management Standards Indicator Tool, http://www.hse.gov.uk/stress/standards/pdfs/indicatortool.pdf No comments yet. Leave a Reply Click here to cancel reply.Comment Name (required) Email (will not be published) (required) Website Previous Article Next Article Talking about my generations – why mental health support needs to be for all agesWith workplaces becoming increasingly multi-generational, it is important employers recognise that managing mental ill health requires strategies and interventions tailored… Related posts: